Tip:
Highlight text to annotate it
X
You've been working with Mark for several months now.
He's doing a great job,
but you know that in his last position, his performance numbers were much higher.
He seems both competent and content in his work,
but you'd really like to see him reach the next level.
So, how do you inspire and motivate Mark to fulfill his true potential?
Maybe the only thing missing for Mark is the right coach.
Sometimes, team members need to be nurtured individually to accomplish
greatness.
In this SmartTip, you'll learn about coaching for performance.
The first tip on how to coach for performance
is to set performance goals with the individual team member.
If he is struggling with specific tasks,
make it a goal to work on perfecting areas of weakness.
If he's already a strong performer,
raise the goal to the next level.
The general rule is to always provide opportunities to improve.
In Mark's case, set goals fairly high to challenge him because you've seen from
his previous numbers that he's a strong performer.
The second tip on how to coach for performance
is to initiate one-on-one discussion to identify specific concerns.
Use the opportunity to get feedback from the individual team member in regards to
accomplishing tasks.
Make sure you're providing him with all the tools he needs to succeed
and that he has enough time to accomplish each task.
By having a one-on-one discussion, you can tailor performance based on his
individual concerns.
In Mark's case, his concern is he doesn't have enough support from the accounting
department to reach his goals.
The next tip on how to coach for performance
is to collaborate on ideas for improvement.
There's never a one-size-fits-all solution to challenges a team member
may be facing.
Keeping that in mind, work together to find comprehensive solutions to problems
and ideas for improvement.
At this point,
be a mentor as much as possible to guide the team member to the next level of his
performance goals.
In Mark's case, you tell him you'll clear all obstacles by talking to accounting
personally
on his behalf.
The final tip for how to coach for performance is to monitor and follow up
with a team member to ensure he's still on course.
Check in on a regular basis to see if the team member is meeting his goals.
If he's struggling,
be ready to offer assistance.
To help the team member perform,
you need to continuously be there for support and inspiration.
If he's met his goals, make sure he's commended for his success. So, regularly
check in with Mark to see if the problem with accounting is solved
and if he's encountered any additional obstacles along the way.
Providing team members with positive coaching helps them maximize their
potential, or in Mark's case, gives him all the tools he needs to become
a superstar.